Skip to main content
  • Foundation
  • Executive network
  • CEO Circle
  • SHRM Business
  • Linkage Logo
  • Store
  • Sign In
  • Account
    • My Account
    • Logout
    • Global
    • India
    • MENA
SHRM
About
Book a Speaker
Join Today
Renew
Rejoin Now
Renew
  • Membership
  • Certification
    Certification

    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
      Certification Portal
  • Topics & Tools
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    Events & Education

    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    Community

    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Close
  • Membership
  • Certification
    back
    Certification
    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
      Certification Portal
  • Topics & Tools
    back
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    back
    Events & Education
    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    back
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    back
    Community
    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Join Today
Renew
Rejoin Now
Renew
  • Store
    • Global
    • India
    • MENA
  • About
  • Book a Speaker
  • Foundation
  • Executive network
  • CEO Circle
  • SHRM Business
  • Linkage Logo
SHRM
Sign In
  • Account
    • My Account
    • Logout
Close

  1. Topics & Tools
  2. Workplace News & Trends
  3. Inclusion & Diversity
  4. Make Sure Religion at Work Stays on Right Side of Line
Share
  • Linked In
  • Facebook
  • Twitter
  • Email

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vivamus convallis sem tellus, vitae egestas felis vestibule ut.


Error message details.

Copy button
Reuse Permissions

Request permission to republish or redistribute SHRM content and materials.


Learn More
News

Make Sure Religion at Work Stays on Right Side of Line

March 30, 2010 | Pamela Babcock



Whether an expression of religious belief, or non-belief, comes from an employee, supervisor or company owner, U.S. employers must ensure that such expressions in the workplace do not cross the line into harassment or discrimination.

“It’s often a very fine line,” according to Denise Cline, an employment lawyer in the Raleigh, N.C., firm of Smith Moore Leatherwood. “Regularly conducting a morning prayer might not be enough to warrant a claim of religious harassment from an employee. But regularly e-mailing or lecturing an employee about their faith or lack of it—especially by a manager—can land a company in hot water.”

The Washington Times newspaper made headlines in November 2009 when a former opinion page editor alleged that he was forced out after joking about the Unification Church, which has helped fund the paper. Richard Miniter has since filed a lawsuit and a religious discrimination complaint with the U.S. Equal Employment Opportunity Commission (EEOC).

And, the director of the Ohio Workers’ Compensation Council recently became embroiled in controversy when she fired her three-person staff, including two attorneys. The workers alleged that Virginia McInerney led prayer sessions, doled out copies of “God at Work” CDs, and began judging them not on their professional performance but on “the quality of their faith.”

Over the past two decades, spirituality and business have become increasingly linked, according to Lake Lambert III, professor of religion and board of regents chair in ethics at Wartburg College in Waverly, Iowa, and author of Spirituality, Inc. (NYU Press, 2009).

“Americans want to be whole people at work, and that includes being openly religious,” Lambert said. “The workplace spirituality movement is a response to that deep desire, and nothing will stop it.”

Lambert noted the following examples:

  • Chick-fil-A is closed on Sundays to honor the Sabbath and dedicates each new store “to God’s glory.”
  • Chaplains walk the halls of corporate headquarters and processing floors at Tyson Foods.
  • Ford and Xerox sponsor spiritual retreats to spark creativity.
  • Small businesses include Bible verses and Christian symbols on advertising.

Now more than ever, religious pluralism can raise issues for employees and “has the potential to create tensions when employees and employers do not share the same beliefs,” Lambert told SHRM Online.

A Look at the Law

In the past decade, the number of religious discrimination charges filed with the EEOC has risen substantially. In fiscal year 2009, the EEOC received a record 3,386 religious discrimination charges, an 87 percent increase over the number of such charges filed in 1999.

“Given the past trends, it looks like workplace religious discrimination complaints will continue to rise,” Lambert observed. However, he noted that a U.S. business owner can run a company “however she sees fit—even as an openly religious workplace.”

Title VII of the Civil Rights Act of 1964 prohibits covered employers from discriminating against someone because of their religion when making decisions about hiring, firing, and other terms and conditions of employment. Moreover, employers cannot force an employee to participate in a religious activity—or prevent an employee from participating—as a condition of employment.

The law protects those who belong to organized religions, such as Buddhism, Christianity, Hinduism, Islam and Judaism, as well as people who have lesser-known but sincerely held religious, ethical or moral beliefs.

Harassment, such as offensive remarks about a person’s religious beliefs or practices, or lack thereof, if “frequent or so severe that it creates a hostile or offensive work environment,” is illegal, according to the EEOC.

And, because companies can be liable for religious harassment by supervisors, co-workers, clients and customers, it pays to implement an anti-harassment policy that includes procedures for reporting, investigating and correcting harassing conduct.

Exceptions Are Few

Jeanne Goldberg, a senior attorney advisor in the EEOC’s Office of Legal Counsel, said there are no statistics on religious discrimination relating specifically to private employers that proclaim specific religious beliefs in the workplace and/or fail to make accommodations for non-believers.

“There are a certain number of examples every year in the case law of this type of situation where a private employer has owners or managers who themselves are religious and seek to express that in the workplace,” Goldberg said. “They have a right to do so, but they need to be careful not to violate Title VII by engaging in activities that are harassment, or by denying accommodations to other employees who don’t adhere to their beliefs.”

There is a narrow exception that allows “religious organizations” to prefer to hire only co-religionists, but Goldberg cautioned that such exceptions typically do not extend to “private for-profit businesses engaged in providing secular services or producing secular products.”

And, while private employers are free to discuss religion in the workplace, in some cases “courts have drawn the line and said that’s potential harassment if the employee says it’s unwelcome,” Goldberg noted, particularly if it is “severe or pervasive.”

For example, an employer might hand out religious literature to an employee in an attempt to convert the employee to a particular set of beliefs. “Once someone objects, if the employer continues to proselytize the employee, the courts have found that might constitute religious harassment,” Goldberg explained.

She added that Title VII issues can arise if a business owner requires an employee to sign a statement saying they agree with the company’s religious missions and values or if a company fails to make accommodations to excuse non-believers from attending workplace Bible study, religious services or other observances. Issues can also arise if the company retaliates against an employee for not participating in such religion-related activities.

Case Examples

A number of cases demonstrate what not to do when it comes to religion in the workplace.

In 1988, the EEOC prevailed in litigation against Townley Engineering & Manufacturing Co. of Eloy, Ariz., alleging that the company failed to accommodate an atheist employee’s request, on religious grounds, to be exempt from attending mandatory company-run religious services.

In 2002, the EEOC prevailed in a suit against Preferred Management Corp., a home health care services provider in Indiana whose CEO adhered to a literal interpretation of the Bible. The company distributed religious materials in employee mailboxes, and employees were asked in public meetings to share their religious experiences. The court noted that workers with non-conforming religious views were chastised as being “sinful, weak, not walking in God’s path, broken or wounded, in need of spiritual guidance or development.”

In 2005, the EEOC settled a suit against Norwegian American Hospital in Chicago alleging that the hospital disciplined a Muslim nurse midwife for declining to participate in workplace Christmas celebrations in 2000 and 2001, and thereafter disciplined her for errors made by other employees, repeatedly scheduled her to work on her holy day, and fired her after she complained about religious discrimination and retaliation.

And in 2007, the EEOC settled a suit with Native Angels Homecare Agency in North Carolina after a registered nurse was terminated because she refused to attend a work “prayer circle.”

Tips for HR

When it comes to permitting prayer, proselytizing and other forms of religious expression in the workplace, the EEOC recommends that employers:

  • Train managers to gauge the disruption posed by religious expression in the workplace, “rather than merely speculating that disruption may result.”
  • Train managers to identify alternative accommodations that might be offered to avoid disruption (for example, designating an unused or private location in the workplace for a prayer session or Bible study if it’s disrupting other workers).
  • Consider incorporating a discussion of religious expression—and the need for all employees to be sensitive to the beliefs or non-beliefs of others—into anti-harassment training for managers and employees.

Nigel Telman, a partner who heads Proskauer Rose’s Labor & Employment Law group in Chicago, said religious discrimination and harassment is a particularly important issue for HR and organizations because the EEOC is getting “very aggressive in its investigations.

“I certainly expect to see employees filing more charges of discrimination, including possibly those involving ‘reverse’ religious discrimination, in the near future,” Telman said.

He added that the economic downturn has added a twist. In the past, where an employee might just find another job and quit rather than continue to face what he or she believes to be discrimination, they’re now more likely to dig in, stay on the job and “fight it” by filing a charge.

Telman said HR should examine harassment prevention policies and make sure mid-level managers in particular understand the policies because “a completely neutral organization may be free of religious discrimination or harassment” but a rogue manager with deeply held beliefs can get the company in trouble.

Pamela Babcock is a freelance writer based in the New York City area.

Related Articles

  • Training Can Help Prevent Religion-Related Gaffes, SHRM Online Diversity Discipline, January 2010
  • ‘Head Faking’ Can Lead to More Religiously Tolerant Workplace, SHRM Online Legal Issues, January 2010
  • Requests for Sabbath Time Off Require Careful Response, SHRM Online Employee Relations Discipline, June 2009
  • EEOC: Christian Employees Eligible for Religious Accommodation, SHRM Online Employee Relations Discipline, June 2009
  • Consider Religious Beliefs When Scheduling Events, SHRM Online Diversity Discipline, May 2009
  • HR Seeks Balance in Handling Religion in the Workplace, HR News, Oct. 21, 2008

Interested in this topic?

Learn more at these SHRM 62nd Annual Conference & Exposition sessions, to be held in late June 2010 in San Diego:

  • 21st Century Leadership for a 21st Century Workforce
  • Examining Cultural Differences: Increased Awareness for Global Leaders
  • Inclusive Workplaces = Productivity and Innovation

Learn more about this event

Employee Relations
Global Mindset
Inclusion and Diversity
Religion and Spirituality
Religious Accommodations

Artificial Intelligence in the Workplace

​An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.



Related Content

Kelly Dobbs Bunting speaks onstage at SHRM24
(opens in a new tab)
News
Why AI+HI Is Essential to Compliance

HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.

(opens in a new tab)
News
A 4-Day Workweek? AI-Fueled Efficiencies Could Make It Happen

The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.

(opens in a new tab)
News
How One Company Uses Digital Tools to Boost Employee Well-Being

Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.

HR Daily Newsletter

Stay up to date with the latest HR news, trends, and expert advice each business day.

Success title

Success caption

Manage Subscriptions
  • About SHRM
  • Careers at SHRM
  • Press Room
  • Contact SHRM
  • Book a SHRM Executive Speaker
  • Advertise with Us
  • Partner with Us
  • Copyright & Permissions
  • Post a Job
  • Find an HR Job
Follow Us
  • LinkedIn
  • Facebook
  • Twitter
  • Instagram
  • YouTube
  • SHRM Newsletters
  • Ask An Advisor

© 2025 SHRM. All Rights Reserved

SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy or suitability of its content for a particular purpose. Disclaimer


  1. Privacy Policy

  2. Terms of Use

  3. Accessibility

Join SHRM for Exclusive Access to Member Content

SHRM Members enjoy unlimited access to articles and exclusive member resources.

Already a member?
Free Article
Limit Reached

Get unlimited access to articles and member-exclusive resources.

You've reached the limit of 1 free article this month. Join to access unlimited articles and member-only resources.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join the Executive Network and enjoy unlimited content.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join and enjoy unlimited access to SHRM Executive Network Content.

Already a member?
Unlock Your Career with SHRM Membership

Please enjoy this free resource! Join SHRM for unlimited access to exclusive articles and tools.

Already a member?

Your membership is almost expired! Renew today for unlimited access to member content.

Renew now

Your membership has expired. Renew today for unlimited access to member content.

Renew Now

Your Executive Network membership is nearing its expiration. Renew now to maintain access.

Renew Now

Your membership has expired. Renew your Executive Network benefits today.

Renew Now